Hiring the best talent is a constant struggle for businesses of all sizes, and keeping up on the latest trends is an important part of staying competitive.

In her article “Hiring Trends for 2018,” Joy Jordan explores the various factors contributing to the shift in focus that is occurring in our modern job market. She specifically notes the high turnover rates, a shortened average tenure, and general lack of talent—all of which are present in what is considered a fluid job market.

To gain more insight into the current state of affairs, Jordan spoke with experts in the field, including Complete Payroll Solutions’ very own Karyn Rhodes, VP and Director of Complete HR Solutions.

Rhodes offered her expertise on the growing “war for talent” and reflected on the obsolescence of a lifetime employment contract, saying that employers are learning to adapt to this paradigm shift.

“With the competition for talent, 90 percent of employers anticipate more competition from emerging markets in India, North America and Asia,” Rhodes told Jordan. “Greater emphasis will be placed on the employee experience as companies are forced to focus on corporate culture and values more than pay.”

The article, which appeared in the January issue of Cape & Plymouth Business, also covers the methods that employers are implementing to reach and retain the right employees, such as innovative recruitment strategies like engaging video, an emphasis on community involvement, and building an employer brand.

To learn more about how hiring trends are shaping the regional and national job market, and to hear more of Rhodes’ insights, you can access Jordan’s article here.

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CPS is dedicated to making our clients’ lives easier and that involves keeping you up to date with all of the latest changes in compliance regulations. Most recently, the Department of Labor (DOL) ruled to adjust the civil monetary penalties assessed for violations of a number of federal labor laws.

Labor Law Penalties for 2018

What exactly does this mean? As of January 2, 2018, this rule increased the penalty for when employers that don’t comply with certain requirements under the federal Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), the employee Retirement Income Security Act (ERISA), and the Occupational Safety and Health Act (OSH Act), and others. These increases apply to civil penalties assessed after January 2, 2018 whose associated violations occurred after November 2, 2015.

Labor Law Penalty Increases

Employers should be taking note of some of these penalty increases in particular. Repeated or willful violations of the FLSA’s minimum wage or overtime pay requirements are subject to a penalty of up to $1,964 per violation, formerly $1,925. Willful violations of the FMLA’s posting requirement are also subject to a higher penalty, an increase from $166 to $169 for each separate offense.

In addition to those, failure to provide employees with an Employer Children’s Health Insurance Program (CHIP) notice is subject to a penalty of up to $114 per day. This penalty was formerly $112. Failure to prove a Summary of benefits and Coverage (SBC) is subject to a penalty of up to $1,128 per failure, which used to be $1,105.

Failure or refusal to file an annual report, known as a Form 5500, with the DOL can entail a penalty of up to $2,140 per day, formerly $2,097. If there is a violation of the OSH Act’s posting requirement, the penalty can be up to $12,934 for each violation, which has increased from $12,675.

To learn about more penalty increases and view the DOL summary chart, access the final rule here. If you have any questions about regulation changes or any other business solution inquiries, feel free to contact us.

With a national voluntary turnover rate of approximately 20 percent a year and as many as half of American workers dissatisfied in their jobs, employee engagement is a growing problem for businesses. From a drop in productivity and decreased morale to the direct costs of replacing an employee who quits—which can run over $11,000, depending on the job—improving the employee experience is critical to the success of an organization.

To increase retention and reduce turnover, one of the best approaches is to hire the right people. That means being realistic about job responsibilities in the first interview, defining expectations clearly, and ensuring a good fit between the job and the candidate’s skills, knowledge, experience, and interests.

Once you bring on an employee, it’s important to get them off to a good start at the company with a successful onboarding process. How a new worker perceives his or her first few months on the job can make a big difference.

Moreover, effective employee orientation is directly linked to higher levels of productivity, quality performance, and job satisfaction. Plus, when employees receive the training they need to perform well, they’re more likely to be satisfied in their jobs.

Steps for Successful Employee Onboarding

To successfully transition new employees into your organization, there are several steps you can take to achieve lasting benefits:

  • Begin Before the Start Date. Even before a new employee starts, you have the chance to make a good impression. Send a welcome message to the worker and offer to answer any questions they may have. Be sure the new employee’s computer is set up and ready to go on day one. And let him or her know about the dress code, tips for parking, or other useful information that will make their first day as stress-free as possible.
  • Make the First Day Leave a Lasting Impression. When an employee arrives, point out key areas like the kitchen, break areas, and bathrooms, and give him or her a tour of their workspace, providing any usernames and passwords they’ll need to get started. It’s also useful to give a company orientation, including information about products, services, and organizational structure. And make sure all necessary new hire paperwork is completed.
  • Train for Success. During the employee onboarding process, the new hire should have an opportunity to build a relationship with his or her manager so they can understand each other’s communication styles and ensure expectations and performance standards are clear. You should also give the new hire time to get to know the team, so consider pairing him or her with a top performer for training.

Avoid the high costs of disengagement and turnover by setting the groundwork for a lasting relationship. For more information, download our employee onboarding tools by clicking below.

Free Tools for Employee Onboarding

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Attend our free two-hour training on Friday, January 19, from 1-3 p.m. (ET).

This webinar covers basic requirements and best practices on identifying, preventing, and investigating the many forms of harassment. The training outlines protected categories such as sex, race, disability, and sexual orientation and is designed to meet state and federal training requirements and best practices, including harassment training standards compliant in every state.

Focus areas include:

  • State and Federal Laws Prohibiting Harassment
  • Types of Harassment
  • Supervisor Responsibilities
  • Complaint Management
  • Confidentiality
  • Retaliation
  • Remedies to Victims
  • Unfair Discrimination
  • Hostile Work Environment
  • Prevention Strategies

The benefits of attending this webinar include: a copy of the presentation slides, some state-specific documents for additional reference, and a live question and answer session at the end.

Title VII of the Civil Rights Act of 1964 protects workers in companies with 15 or more employees from sexual harassment. But despite the law, recent headlines highlight the prevalence of the problem. In fact, according to a new poll, 30 percent of American women say they’ve experienced sexual harassment in the workplace.

In the current climate, it’s essential that businesses of all sizes take needed steps to prevent—and address—sexual harassment, or risk potential liability and public relations fallout. Here are five steps you can take to keep your site harassment-free.

Five Steps You Can Take to Stop Sexual Harassment in the Workplace

1. Develop a written policy.

While some states require employers with a certain number of employees to adopt a policy against sexual harassment, it’s wise for every employer to develop a written policy. So employees understand what constitutes unacceptable behavior, be sure to clearly define sexual harassment and what actions are prohibited. Once you’ve developed the policy, communicate it to all employees, include it in your handbook, and require employees to sign and acknowledge they’ve read it.

2. Ensure adequate reporting procedures.

Recent reports of sexual harassment dominating the news reveal that many victims never report the incidents. To encourage victims to speak up, all businesses should have a procedure for reporting incidents, as well as for how the complaints will be investigated.

That way, victims—or bystanders who witness the behavior—will feel comfortable coming forward and confident their claim will be acted upon quickly. And be sure to list at least three individuals authorized to receive complaints in case one is an employee’s alleged harasser.

3. Spell out consequences.

No matter their level in the organization, employees who are found to have engaged in sexual harassment must face disciplinary consequences for their misconduct. Be sure to spell out the actions you plan to take based on the results of the investigation, which may range from a written warning to suspension or even termination, depending on the circumstances. And it’s critical that your enforcement of punishments be consistent and unbiased.

4. Hold training.

Every worker has the right to a workplace free of harassment. But some employees may not understand the distinction between acceptable friendly behavior and offensive flirtation that crosses the line. So that everyone knows what constitutes sexual harassment, hold regular training for all employees that includes relevant and realistic examples for the specific site. (If your state has specific requirements, be sure to check that the training meets them.) And consider an extra training just for those managers and supervisors who are authorized to receive complaints.

5. Change the culture.

Whether due to roles, gender, or pay, power dynamics can cause some employees to feel intimidated and vulnerable, creating an environment ripe for harassment. To combat the possibility of such behavior, company leadership should pledge to create a culture based on inclusion, equality, respect. Visible and vocal commitment from the top can go a long way towards establishing a work environment that fosters decency and discourages harassment.

For more information about how you can protect workers by preventing sexual harassment in the workplace, contact us here.

Fall is fast approaching and new IRS deadlines are upon us…

  • You’re invited to join Complete Payroll Solutions for a FREE, LIVE webinar, Thursday, September 14, 2017 from 3:00-3:45 PM ET, covering the new Form I-9 and Keys to Compliance. Register below!
  • Also, don’t forget to begin using the newly released Employment Eligibility Verification Form I-9 required for ALL new hires starting after Monday, September 18, 2017. 

In the Form I-9 webinar session, we’ll also be sharing special features of Complete Payroll Solutions’ employee and employer HUB portal with an embedded process for handling all new employee forms including I-9 paperwork. Engage your employees!

For more information about HUB Engage and other ways Complete Payroll Solutions can help you best manage your workforce, Contact Us today!

Click below to REGISTER for the live webinar event!

New Employee Verification Form (I-9) Required For Employees Hired After September 18, 2017 

The United States Citizenship and Immigration Services (USCIS) released a revised version of Form I-9, Employment Eligibility Verification, on Monday, July 17, 2017.

Employers are able to use this revised version immediately, but may continue using the former Form I-9 (revision date of 11/14/2016) through September 17, 2017. 

Employers must use the revised Form I-9 (revision date 7/17/17) for all new employees with a hire date of September 18, 2017 or later. Employers should continue to follow existing storage and retention rules for any previously completed Form I-9.

The revisions to the Form I-9 are minor and employers do not need to change their processes.

Revisions to the Form I-9 instructions:

  • The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) has undergone a name change and is now referred to as Immigrant and Employee Rights Section (IER).
  • Instructions on Section 2 have been altered to omit the words “the end of” from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9:

  • Added to List C is the Consular Report of Birth Abroad (Form FS-240).
  • List C, selection C#2 has been revised to combine all report of birth certifications issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240).
  • Excluding the Social Security card, all List C documents have been renumbered.

Additional information may be found at the USCIS website, under “I-9 Central.”

For more information on required employer forms and retention rules, please contact your local Complete Payroll Solutions HR Consultant at 866-658-8800 and we will be happy to answer your questions.


Join us on Thursday, July 27th from 3:00-4:00 p.m.

The words “workers’ compensation” are enough to make many employers want to run the other way. From employer obligations to the claim process itself, workers’ compensation can feel overwhelming. Join us as we demystify workers’ compensation and give you the tools to become comfortable handling any claim that comes your way. Secure your spot and register today!

Thursday, July 27, 2017  3:00 PM – 4:00 PM ET

Join us on Thursday, June 8th from 1:00-2:00 p.m.

Although never a pleasant experience, sometimes a termination is the best — or only — option for your workplace overall. Join us to learn practical tips for how to approach a termination decision, conduct the termination meeting, and administer the employee’s departure. We’ll give you the tools to be confident in the decisions you’ve made as well as steps you can take to decrease your risk. Secure your spot and register today!

Thursday, June 8, 2017  1:00 PM – 2:00 PM ET

With a new President and administration comes fresh focus on immigration and the hiring of 10,000 new Immigration and Customs Enforcement (ICE) agents who will be cracking down on violators. This means companies might see an increase in ICE audits and heavier scrutiny of Form I-9 paperwork.

What does this mean for you?

Employers could face fines ranging from $216 to $2,156 for each paperwork violation, whether that employee is a U.S. Citizen or an alien. In addition to civil penalties, ICE can also pursue criminal charges if, for example, an employer knowingly hires at least 10 unauthorized individuals within one year, is seen to be harboring or encouraging illegal immigrants or has impeded or impaired the IRS or Social Security Administration function. These offenses could be punishable by up to 5 years in prison.

Where the slope gets more slippery

Even if you think your I-9 forms are in order, mistakes are often found. Now is the time to take a closer look. If you find errors, they need to be addressed proactively and corrected in a way that demonstrates transparency versus an attempted cover-up.

Hiring independent contractors can be tricky; even if the IRS sees them as independent for tax purposes, ICE may view them as employees and would require a completed I-9.

What can you do?

Start by watching our recent I-9 webinar recording, where you’ll find answers to your questions, including the ones you haven’t thought to ask. You’ll find additional information available for download here. Most important, stay on top of your I-9 paperwork and be sure you’re in full compliance. If you have further questions, let us know.
Get your Complete I-9 Resource Package Now!